While it’s still early in the year, many Bow Valley businesses are already thinking ahead to spring and summer hiring. Canmore-based lawyer Austin Ward shares practical tips and reminders for employers planning to bring on new or returning staff in 2026.
What’s different about hiring seasonal workers in 2026?
Seasonal employment in the Bow Valley isn’t new, but employers are facing a few added challenges this year. The cost of housing, labour shortages, and growing expectations around workplace culture and flexibility are shaping how businesses recruit and retain staff. Employers are also navigating evolving obligations around privacy, social media use,
and workplace accommodation.
Are written contracts worth the effort for short-term roles?
Absolutely. Seasonal roles can still come with risks, especially if the employment relationship ends unexpectedly. A written contract helps set clear expectations, including start and end dates, pay, hours, job duties, and termination provisions. These agreements don’t have to be complicated, but they should be reviewed regularly to reflect changes
in the law.
What’s one area employers might overlook?
Returning seasonal employees. If you routinely bring an employee back each year, there’s a risk the employment relationship could be considered continuous. Employers should set clear contractual parameters around whether the relationship resets each year or carries over. That clarity can help avoid disputes regarding rehiring, notice entitlements, and job-protected leaves.
What should employers know about bringing back past employees or seasonal staff?
Rehiring former employees may feel straightforward, but it’s still important to treat it like a new employment relationship. Confirm details in writing, especially around prior service, start and end dates, wages, and hours, and ensure your workplace policies are up to date and acknowledged again. If you're relying on returning staff to hit the ground running, make sure any changes in procedures, technology, or roles are communicated and documented clearly. And remember: rehires may be entitled to employment standards protections, including vacation pay, job-protected leave, and notice of termination if things don’t work out.
Are you seeing any notable trends as we head into the 2026 hiring season?
Yes, we’re seeing employers ask a lot of questions about AI in hiring, policy updates, and how to approach workplace accommodations more proactively. These are all areas we’ll be covering in our upcoming Labour + Employment Trends Shaping Your Workplace in 2026 sessions. These sessions are complimentary and virtual, and a great way to get
clarity on issues your organization may already be facing.
For more information, contact Austin Ward at award@fieldlaw.com or 587-956-2754.
